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The prevalence of occupational Stressors in physical education faculties/ departments as a function of sex, age, marital status, family status, years of work experience in higher education, and type of appointment was examined through use of the Stress Diagnostic Survey (Ivancevich & Matteson, 1988a). This multidimensional self-report inventory consists of 17 dimensions, which are further subdivided into organizational Stressors (macrostressors) and individual Stressors (microstressors). The sample reported moderate degrees of stress in comparison to the normative data with the macrostressors being greater sources of stress than the microstressors. Quantitative overload was rated the highest followed by time pressure and rewards. Qualitative overload was rated lowest followed by role ambiguity and role conflict. Sex was associated with the greatest number of Stressors—gender discrimination, quantitative overload, and time pressure. Females perceived these three Stressors to be significantly greater sources of stress than did males.

The effectiveness of the centralized sport system in China has been demonstrated by the achievements of athletes in international competition and the extent of mass sports participation; however, the efficiency of the system has been questioned. A government survey determined that administrators within the system came from diverse backgrounds with little or no training in sport, physical education, or management techniques. This situation is being remedied through workshops for existing administrators and 4-year degree programs for future administrators. This study provides information regarding the different perspectives of sport administration in China, the structure of the workshops and degree programs, and efforts being made to ensure that an already effective system becomes more efficient. All data were obtained from prime source materials and from surveys conducted by one of the authors.

Although administrators of physical education and sport programs have been the focus of considerable research, one area that has been neglected is the design of administrative positions and its influence on the levels of satisfaction and motivation experienced by administrators. This study was undertaken to address this deficiency. The relationship between job design and worker attitudes and behaviors has been examined in business and industry for many years and a number of models have been developed. The Job Characteristics Model of job design developed by Hackman and Oldham (1976, 1980) provided the theoretical framework for the study. The sample for the study consisted of administrators in physical education, intercollegiate athletics, and recreation/intramural programs in selected Canadian and American universities. The analyses showed significant differences between this sample and the general working population with respect to perceptions of job design and levels of satisfaction and motivation. Gender and nationality had minimal effect on the administrators' perceptions.

The prevalence of occupational burnout and its relationship to job Stressors and job attitudes were examined in physical education faculties/departments as a function of sex, age, marital status, family status, years of work experience in higher education, and type of appointment. The Maslach Burnout Inventory (Maslach & Jackson, 1986), which measures burnout in terms of emotional exhaustion, depersonalization, and reduced personal accomplishment, was the instrument used. Females, individuals 39 years or under, single subjects, coaches, and nontenured faculty/staff reported significantly higher levels of emotional exhaustion than their counterparts. None of the demographic factors was significantly associated with depersonalization or personal accomplishment. Regression analyses indicated that three Stressors—quantitative overload, job scope, and time pressure-—explained the greatest amount of variance in emotional exhaustion; organization structure and human resource development contributed the most to depersonalization. None of the job Stressors contributed to the variance in personal accomplishment.

This study examined the appropriateness of using Hackman and Oldham's (1976, 1980) Job Characteristics Model with a sample of university physical education and sport administrators (NV = 217). The Job Characteristics Model specifies certain relationships between the design characteristics of a job and the levels of motivation, satisfaction, and productivity experienced by the worker. It also considers the effect of individual differences in moderating the relationships. The results of this study showed strong support for only some components of the theoretical model. In particular some relationships involving growth satisfaction and autonomy were not as predicted by the model. In addition, individual differences did not function as moderators of the relationships in the model. While theoretical models can be useful in helping to explain phenomena in the field of sport management, researchers in the field must continue to test the applicability of models developed in other fields.

This paper outlines the involvement of the government of the state of Kerala in India in the promotion of sport. The organizational arrangements, the policies, and the specific programs facilitating such involvement are described and discussed. The correspondence between the programs of the Government of India and the Kerala government is highlighted.

Sport center managers are likely to maximize member satisfaction by developing products or services that are tailored to the different groups of sport center members. A necessary step, then, is to identify different segments of sport center members. This study attempts to identify sport center segments in Seoul, Korea, as determined by the members' attitudes toward 33 service items. A 2-stage cluster analysis approach in which the Ward's minimum variance method is used at the first stage and the K-means method is used at the second stage was employed by using the SPSS statistical package. This yielded 5 member segments that were then analyzed by employing ANOVA or chi-square to determine how they differ in their attitudes toward service attributes, demographics, socioeconomics, motivations, and usage patterns. For those variable responses showing a difference, an analyses of the nature of differences helped profile the members in the 5 segments.